The company did not sign a labor contract and resigned half a month in advance according to the company's regulations. If you don't leave now, it can be regarded as overlord leave, and the company is

The company did not sign a labor contract and resigned half a month in advance according to the company's regulations. If you don't leave now, it can be regarded as overlord leave, and the company is legal. You can leave your job at any time without signing a labor contract, but it's best to get proof that you have worked until a certain day, so as to safeguard your rights and interests in the future.

If you leave, it will be considered as overlord's leave, and you will be deducted from 500 yuan every day, which is salary deduction. Look at the Interim Provisions on Wage Payment and the Supplementary Provisions on Issues Related to the Interim Provisions on Wage Payment, and there is a clear definition of wage deduction.

If he has not worked here for more than one month, he shall claim wages from the employer according to Article 5 of the Regulations for the Implementation of the Labor Contract Law. If it is more than one month, please do the following.

The employer who has not signed a labor contract shall pay you double salary, social security and economic compensation for the termination of labor relations from the second month (for legal provisions, see Articles 82, 38 and 46 of the Labor Contract Law and Articles 6 and 27 of the Regulations for the Implementation of the Labor Contract Law). The focus is on evidence, which needs to prove that you have a labor relationship with the employer. As for how much time you work and how much money you earn every month, you can use the principle of "inversion of burden of proof", which can be proved by the employer. If the employer can't prove it, it will bear the adverse consequences.

"Inverted burden of proof" widely exists in the field of labor law. Articles 6 and 39 of the Labor Dispute Mediation and Arbitration Law, Article 13 of the Supreme People's Court's Interpretation on Several Issues Concerning the Application of Laws in the Trial of Labor Dispute Cases, Article 9 of the Supreme People's Court's Interpretation on Several Issues Concerning the Application of Laws in the Trial of Labor Dispute Cases, Article 6 of the Supreme People's Court's Provisions on Evidence in Civil Litigation, Article 2 of the Notice of the Ministry of Labor and Social Security on Establishing Labor Relations, wage payment vouchers, social security. The employer may be required to bear the burden of proof.

If you want to fully protect your legitimate rights and interests, I suggest you look at the Labor Law, the Labor Contract Law, the Regulations on the Implementation of the Labor Contract Law, and the Social Insurance Law, so that you can know in what ways the employer has violated your rights and interests.

See Article 9 of the Interim Provisions on Wage Payment and Article 50 of the Labor Contract Law for the time of wage payment when the labor contract (or labor relationship) is dissolved. If the payment is not made on time, it can be handled according to Article 3 of the Measures for Economic Compensation for Violation and Termination of Labor Contract 10 or Article 85 of the Labor Contract Law. The difference is that the former can claim directly, and the latter can claim only after the labor department orders it not to pay.

Special reminder: Look at my answer above. Only when you understand the content of the title, can you fully understand the meaning of my answer.

My Baidu space has the above legal provisions, you can check it.